End the Keyword Era. Build a Workforce that Stays.
Stop hiring for the past. Arena uses real career outcomes, not just resumes, to predict who will show up, stay longer, and succeed in your organization.
Empowering leaders to solve today’s workforce challenges and prepare for tomorrow
When workforce decisions are based on hindsight, disruption follows. Arena uses the most robust set of real career outcomes, validated again and again, to help organizations stay ahead.
Hire people who show up and stay
Identify candidates with a higher likelihood of showing up on day one and remaining in the role, so offers turn into stable hires.
Expand your talent pool with proven-fit candidates
Surface high-fit candidates from real career outcome data to expand your pool beyond resumes and keywords.
Activate the potential of your existing talent
Route talent to the right roles, improving mobility while optimizing recruiting spend and efforts.
Built on real career outcomes. Validated by real workforce results.
Arena’s predictive insights are grounded in how people actually move through their careers over time. For leaders, that means improved retention, less disruption, and measurable workforce results in year one and beyond.
21%
Average improvement in first-year retention
4.2M
People and their career outcomes in our dataset; growing by 70K monthly
4x
Minimum ROI in year one of investment
“We are already seeing a positive impact on our workforce. We’ve hired a large number of candidates recommended by Arena, and are finding success with those hires.”
– President & CEO Statewide Health System of 3,000+ employees
“We are seeing a reduction in ghosting for interviews and orientation. And once candidates are onboard, our retention has increased by 50%. Very positive results in the first 90 days!”
– CEO Senior Living Community of 1,000 employees
“After two years of working together, we’re proud to report we’ve reduced 90-day turnover by 78%, and 360-day by 26%.”
– SVP & CHRO Academic Medical System of 40K+ employees
Predictive intelligence across the entire workforce lifecycle
Arena applies predictive workforce analytics at every critical decision point: before hiring, during onboarding, and throughout an employee’s career. By learning from real career outcomes at scale, Arena enables leaders to think proactively across hiring, retention, and internal mobility.
Talent Discovery
Traditional sourcing sells access to resumes. Arena delivers outcomes. Our platform routes high-fit candidates who are statistically likely to succeed in your role and location, directly into your pipeline. Ready to interview. More likely to stay. You expand your pool without lowering standards and pay only when you hire.
- Expand applicant pools without lowering standards
- Pay only when you hire
- Reduce agency reliance and time-to-hire (average: 3 weeks)
Retention Prediction
Arena predicts the likelihood that a specific applicant will show up and stay in a specific role at a specific location. Powered by real workforce outcomes, our models flag first-day risk, reduce early attrition, and reroute candidates to openings where they are more likely to succeed. Retention & Ghosting Prediction typically results in:
- Reduce no-shows and early attrition
- 21% retention boost in year one
- Results in as early as 90-days
Talent Rerouting
Most organizations receive just one application per applicant. If that person applies to the wrong role, they’re often lost entirely. Arena identifies additional high-fit roles, driving an average of 3 applications per applicant. You make the most of every candidate (new and already existing in your applicant tracking system) and optimize recruitment dollars. Don't let valuable talent slip through the cracks.
- Increase applications per applicant (avg. 3 vs. 1)
- Maximize recruitment ROI
- Reduce rehiring and backfill costs
Flight Risk Prediction
Turnover rarely comes out of nowhere. Arena identifies emerging attrition risk by role, location, and team, giving leaders early visibility into where disruption is likely to occur. So you can take action before vacancies impact enterprise performance.
- Anticipate turnover before it happens
- Map risk areas to shape retention strategy
- Focus interventions for the most impact
Internal Mobility
Employees are more likely to stay when they can see a future. Arena uses outcomes-based insight to map employees to internal opportunities where they are statistically more likely to succeed. So, organizations can retain talent and reinforce a culture of effective career pathing and workforce capability.
- Increase internal fill rates
- Reduce regretted turnover
- Improve engagement and retention
Workforce Dashboard
Arena’s dashboards go beyond reporting. They translate complex workforce data into prescriptive insight that highlights what’s happening now, what’s likely to happen next, and where leaders should focus their action.
- Move from reporting to action
- Track ROI and workforce health
- Align workforce strategy with business results
Solving today’s most pressing workforce challenges
With a 33% hire rate and faster time-to-hire
When frontline roles go unfilled, operations suffer—shifts stretch thin, burnout rises, service quality declines, and in regulated environments, compliance is at risk.
Arena delivers vetted, high-fit candidates who are statistically more likely to succeed in specific roles and locations. Through Talent Discovery and Talent Rerouting, organizations expand their pool beyond traditional applicants. For licensed roles, we verify credentials before candidates enter your pipeline—reducing compliance risk and screening burden. The average time-to-hire for these curated candidates is just three weeks.
When new hires leave within months, hiring becomes a revolving door. Arena predicts retention risk before offers are made, prioritizing candidates statistically more likely to stay and rerouting others to better-fit roles. The result is stronger first-year stability and measurable financial impact.
For example, a 20,000-employee hospital system reduced turnover by 35% and reported over $19M in savings after implementing Arena-scored hiring.
As AI becomes more common in hiring, leaders are increasingly wary of introducing unintended bias. Arena addresses this concern by removing protected characteristics and related signals from its models, while still preserving the data needed to accurately predict success.
The result is a diverse, high-quality recommended candidate group that consistently exceeds the EEOC’s 80% compliance threshold, often surpassing 95%, while improving hiring outcomes.
When growth paths aren’t visible, top performers leave, and development investments leave with them.
Arena identifies internal roles where employees are most likely to succeed, helping organizations retain high-potential talent, reduce flight risk, and ensure learning and development resources are invested in areas that generate long-term returns.
When optimized, Internal Mobility functions as a retention strategy, a cultural foundation, and a mechanism for wisely allocating capital.
When frontline roles go unfilled, operations suffer—shifts stretch thin, burnout rises, service quality declines, and in regulated environments, compliance is at risk.
Arena delivers vetted, high-fit candidates who are statistically more likely to succeed in specific roles and locations. Through Talent Discovery and Talent Rerouting, organizations expand their pool beyond traditional applicants. For licensed roles, we verify credentials before candidates enter your pipeline—reducing compliance risk and screening burden. The average time-to-hire for these curated candidates is just three weeks.
When new hires leave within months, hiring becomes a revolving door. Arena predicts retention risk before offers are made, prioritizing candidates statistically more likely to stay and rerouting others to better-fit roles. The result is stronger first-year stability and measurable financial impact.
For example, a 20,000-employee hospital system reduced turnover by 35% and reported over $19M in savings after implementing Arena-scored hiring.
As AI becomes more common in hiring, leaders are increasingly wary of introducing unintended bias. Arena addresses this concern by removing protected characteristics and related signals from its models, while still preserving the data needed to accurately predict success.
The result is a diverse, high-quality recommended candidate group that consistently exceeds the EEOC’s 80% compliance threshold, often surpassing 95%, while improving hiring outcomes.
When growth paths aren’t visible, top performers leave, and development investments leave with them.
Arena identifies internal roles where employees are most likely to succeed, helping organizations retain high-potential talent, reduce flight risk, and ensure learning and development resources are invested in areas that generate long-term returns.
When optimized, Internal Mobility functions as a retention strategy, a cultural foundation, and a mechanism for wisely allocating capital.
